Building Safer Workplaces: Donna Millar on Tackling Harassment and Promoting Inclusion in Construction

Creating safer, more inclusive workplaces is essential to building a stronger construction industry. Yet challenges including workplace harassment, discrimination and inappropriate behaviour continue to affect women and other underrepresented groups across the sector.

RSASS (Rape and Sexual Abuse Support Service), official partner of London Build 2026,  is working to raise awareness, improve prevention and help organisations create environments where everyone feels safe, respected and supported. We spoke with Donna Millar, Executive Director of RSASS, about the importance of trauma-informed support, tackling workplace harassment, empowering survivors and the practical steps construction businesses can take to create lasting cultural change.

About Donna Millar

Donna Millar is Executive Director of RSASS (Rape and Sexual Abuse Support Service), a specialist charity supporting survivors of rape, sexual violence and abuse. With over 30 years of experience in the voluntary sector, Donna is passionate about creating safer communities, championing trauma-informed practice and improving access to support for survivors. In addition to leading frontline support services, Donna works closely with employers, public services and community organisations to improve awareness, prevention and responses to sexual violence, workplace harassment and domestic abuse.

Could you start by introducing RSASS and telling us a little about the organisation, its mission and the support services you provide to survivors of rape and sexual abuse?

RSASS (Rape and Sexual Abuse Support Service) is an independent specialist charity that has been supporting people affected by rape, sexual violence and abuse for more than 30 years. We provide free, confidential and trauma-informed support to adults and young people.

Our mission is simple: to ensure that every survivor is believed, supported and empowered to recover in a way that is right for them. Sexual violence can have a profound and long-lasting impact on all aspects of a person's life, and we are committed to providing high-quality specialist services that help individuals rebuild confidence, safety and wellbeing.

Our services include independent advocacy, counselling and therapeutic support, information and guidance, practical support through criminal justice processes, and preventative education and awareness programmes. We also work with professionals, employers and community organisations to improve understanding of sexual violence and create safer environments where people can seek help without fear or judgement.

Alongside our frontline work, we deliver specialist workplace training to help organisations prevent harassment, improve safeguarding and develop cultures where people feel safe, valued and respected.

RSASS has a long history of supporting people affected by sexual violence. Could you tell us about the organisation's origins and how its work has developed over the years?

RSASS was established more than three decades ago in response to a clear need for specialist support for survivors of sexual violence. At a time when conversations around sexual abuse were far less visible than they are today, a group of committed individuals recognised that survivors deserved access to independent, specialist support within their local community.

Over the years, both awareness and reporting of sexual violence have increased, and with that has come greater demand for our services. We have evolved from a small local support organisation into a respected specialist provider delivering a wide range of services that support survivors at every stage of their journey.

Our growth has also reflected a broader understanding of the impact of trauma. As well as providing direct support to survivors, we now work extensively with schools, health professionals, employers, statutory agencies and community groups to improve knowledge, prevention and early intervention.

Today, we are proud to be recognised not only for our direct services but also for our expertise in training, organisational development and creating safer environments where abuse is less likely to occur and more likely to be identified and addressed appropriately.

The construction industry has traditionally been male-dominated, and creating safe, inclusive workplaces remains an important priority. What challenges can women and other underrepresented groups face when it comes to feeling safe and respected in the workplace?

While significant progress has been made, many women and underrepresented groups continue to face challenges in industries that have traditionally been male dominated, including construction.

These challenges can range from subtle behaviours such as exclusion from conversations, stereotyping and inappropriate comments through to more serious issues including bullying, harassment, discrimination and sexual misconduct. Individuals may also feel isolated if they are one of only a small number of women within a team or workplace.

A particular concern is that many people do not report inappropriate behaviour because they fear not being believed, damaging their career prospects, being labelled as a problem, or facing retaliation. Where workplace cultures rely on "banter" as an excuse for unacceptable behaviour, harmful conduct can become normalised and harder to challenge.

It's also important to recognise that experiences outside work can affect people in the workplace. Domestic abuse, stalking and sexual violence do not stop at the office door or site entrance. These experiences can impact attendance, concentration, wellbeing and safety, making it essential for employers to understand the wider context in which people may be living and working.

The good news is that culture can be changed. When organisations make clear that respect, inclusion and accountability are non-negotiable, employees are more likely to feel safe, engaged and able to perform at their best.

How can employers and industry leaders recognise and address inappropriate behaviour, sexual harassment and other forms of misconduct in the workplace? Are there any common misconceptions that need to be challenged?

The first step is recognising that preventing harassment and misconduct is not simply an HR issue, it is a leadership responsibility.

Organisations need clear policies, visible leadership commitment and practical mechanisms that support people to raise concerns safely. However, policies alone are not enough. Staff need regular training and open conversations that help them understand what appropriate behaviour looks like, how boundaries can be crossed and what action should be taken when concerns arise.

RSASS already works with employers, including organisations within the construction sector, delivering specialist training on topics such as:

• Sexual harassment in the workplace
• Recognising and responding to domestic abuse
• Managing disclosures of sexual violence and abuse
• Creating psychologically safe workplaces
• Bespoke programmes tailored to organisational needs

One common misconception is that harassment is always obvious or intentional. In reality, harmful behaviour often exists on a spectrum and can become embedded within workplace culture if left unchallenged.

Another misconception is that reporting issues means someone wants disciplinary action or formal investigations. In many cases, individuals simply want the behaviour to stop and to know that their concerns are being taken seriously.

The introduction of the Worker Protection Act has further reinforced employers' responsibility to take proactive steps to prevent sexual harassment, making prevention and education more important than ever.

Ultimately, organisations that invest in prevention create healthier workplaces, reduce risk and retain talented people.

Creating an environment where people feel comfortable speaking up is essential. What can construction businesses do to ensure employees feel safe reporting incidents and know where to access confidential support?

Creating a culture where people feel safe speaking up requires much more than a reporting procedure.

Leaders need to communicate consistently that concerns will be taken seriously and handled professionally. Employees should understand how to report, who they can speak to and what will happen next. Processes must be transparent, fair and confidential.

Practical steps include:

• Providing multiple reporting routes rather than relying on a single manager.
• Training managers to handle disclosures appropriately and sensitively.
• Regularly communicating available support services.
• Including discussions about respect, inclusion and wellbeing in everyday workplace conversations.
• Responding consistently and proportionately when concerns are raised.

External support is also important. Some employees may feel more comfortable speaking with an independent specialist organisation before deciding whether to make a formal report.

This is one reason we are particularly excited about developing our work within the construction sector. Alongside our own specialist training and support services, we are preparing to work more closely with the Lighthouse Charity, which provides dedicated emotional, physical and financial wellbeing support for construction workers and their families. By combining industry-specific expertise with specialist knowledge of sexual violence, abuse and workplace safety, we believe there is a real opportunity to strengthen support across the sector and help create safer workplaces for everyone.

Finally, what are you most looking forward to about London Build 2026, and are there any particular conversations, connections or opportunities you hope to take away from the event?

London Build provides a fantastic opportunity to bring together people who are genuinely committed to improving culture, inclusion and wellbeing across the construction industry.

We are particularly looking forward to conversations around how organisations can move beyond compliance and create workplaces where everyone feels safe, respected and able to thrive. We know there is increasing recognition that harassment, abuse and wellbeing issues have a significant impact on individuals, teams and organisational performance, and we are keen to explore practical solutions with employers who want to drive meaningful change.

We're also excited to showcase the specialist training and consultancy work RSASS already delivers within the construction sector. Whether the focus is sexual harassment prevention, domestic abuse awareness, responding to disclosures or developing bespoke workplace programmes, we want organisations to know that specialist expertise is available and that support can be tailored to their needs.

Finally, we are looking forward to building new partnerships, including strengthening links with organisations such as Lighthouse, and connecting with businesses that share our belief that safer, more inclusive workplaces are not only the right thing to do, but are essential for attracting, retaining and supporting a diverse workforce.

RSASS is an official event partner of London Build 2026.

Image Sources: RSASS.